Senior Human Relations Business Partner

The Salvation Army Canada and Bermuda Territory•Toronto, ON

1d•CA$85,322 - CA$127,982•Remote

About The Position

The Senior HR Business Partner provides strategic HR leadership to leaders, ensuring people strategies are aligned with organizational goals while coaching and supporting leaders across the organization. The role partners closely with HR Centers of Excellence and leadership teams to design and implement workforce initiatives that strengthen employee engagement, leadership effectiveness, talent management, and organizational performance. This position directly contributes to the mission by ensuring leaders have the people strategies, support, and HR expertise needed to effectively serve employees and deliver programs and services to communities across the country. By aligning talent, culture, and organizational objectives, the Sr. HRBP helps build a strong workforce that enables The Salvation Army to maximize its impact on those it serves. This role supports leaders across Hamilton and London and serves as a strategic Human Relations partner in both unionized and non-unionized environments. Approximately 40% of the role is focused on labour relations, including collective agreement interpretation, and grievance resolution. This role is primarily remote (approximately 90%), with occasional travel (approximately 10%) required to attend meetings and connect with leaders.

Requirements

Completion of university degree in Human Resources, social sciences, business or related field
Seven years of prior related experience including managerial leadership, and specialized experience within several HR functional areas.
Demonstrates progressive HR generalist experience supporting multiple client groups, locations, or business units, preferably within the nonprofit, social enterprise, faith-based, or charitable sectors.
Provides strategic HR leadership and business partnership within complex, multi-faceted organizations experiencing growth, change, or transformation.
Leads the development and execution of operational plans, workforce strategies, and team objectives that support organizational priorities and drive results.
Builds trusted relationships with leaders and stakeholders by serving as a credible advisor, coach, and collaborative problem-solver.
Navigates unionized and non-unionized work environments, applying sound HR practices and labour relations knowledge to support organizational needs.
Influences positive outcomes through exceptional communication, conflict resolution, and consensus-building skills that foster productive working relationships.
Identifies organizational risks, anticipates challenges, and implements practical, innovative solutions that support effective change management and continuous improvement.
Exemplifies strong leadership, integrity, judgment, discretion, and commitment to The Salvation Army's mission, values, and culture while empowering others to achieve shared goals.

Nice To Haves

CHRL/CPHR designation is an advantage.

Responsibilities

Partner with Divisional HR leadership to implement HR strategies and priorities that strengthen organizational effectiveness and support business objectives.
Advise on complex employee relations, workforce, and people-related matters to facilitate informed decision-making and positive organizational outcomes.
Provides Human Relations consultation and guidance to leaders in unionized environments.
Supports labour relations activities representing approximately 40% of the position, including collective agreement interpretation, grievance management, and partnership with union representatives.
Advises leaders on employee and labour relations matters while ensuring compliance with legislation, collective agreements, and organizational policies.
Deliver coaching and development programs, and leadership support that enhance employee growth, leadership capability, and succession readiness.
Analyze organizational needs, workforce data, and program effectiveness metrics to identify gaps, remove barriers, and drive continuous improvement initiatives.
Facilitate organizational design projects by assessing current structures, evaluating future-state requirements, managing change impacts, and supporting implementation efforts.
Develop short- and long-term workforce plans by assessing capability gaps, and recommending hiring, development, and workforce optimization strategies.
Support succession planning initiatives by identifying critical roles, evaluating successor readiness, and creating development pathways that ensure leadership continuity and organizational sustainability.